The Nursing profession in South Africa is currently undergoing a significant shift in its professional development structure. Until recently, Continuing Professional Development (CPD) was not a mandatory requirement for the renewal of a nursing license. However, the Nursing Act of 2005 mandated that the South African Nursing Council (SANC) implement CPD requirements for all nurses as part of their annual licensing process.
Background:
The development of a CPD system was first discussed by SANC in 2001. The formal process to develop CPD as informed by the provisions of the Act and the strategy of the SANC started in 2013.After a prolonged and extensive process, SANC has now initiated, through a phased-in approach, implementation of the national rollout of CPD’s for Nurses. The first phase of the rollout identifies specific target facilities for participation in this CPD program, including private healthcare groups.
15 CPD points per practitioner annually are to be accrued and is directly linked to annual licensure. The CPD points are to be accrued from a wide range of formal and informal training activities as set out in SANC CPD Framework.
Responsibilities of Employers and Employees: The CPD system involves a shared responsibility between employers and employees. Nurses must identify their own learning needs, select appropriate CPD activities, complete a portfolio of evidence and submit a Declaration of Compliance annually to SANC. Employers, on the other hand, are responsible for creating an environment conducive to learning, monitoring compliance, and maintaining documentation for at least three years following the submission of then Compliance form.
Challenges and Risks of CPD Implementation: While CPD presents an opportunity for professional growth, several challenges could hinder its effectiveness:
- CPD as a Tick-Box Exercise: If CPD activities are poorly managed and the focus remains solely on compliance rather than relevance and practical application, CPD risks becoming a formality. Nurses may prioritize accumulating points over engaging in meaningful learning, thereby defeating the purpose of improving patient outcomes.
- Resource Constraints: In an already strained healthcare system, balancing CPD requirements with the demands of patient care can be difficult. Nurses may face stress or burnout if they are unable to complete their CPD activities due to heavy workloads or lack of time. This could result in CPD being seen as an additional burden rather than a professional development opportunity.
- Financial Implications: Currently, the cost of CPD infrastructure and activities is borne by employers. In an economic climate where resources are limited, this financial burden may become unsustainable. Employers may be forced to pass these costs onto employees, making CPD an undesirable expense and further contributing to the perception of CPD as a mere box to check.
Potential Benefits of CPD: Despite these challenges, the positive impact of CPD cannot be ignored. Ongoing professional development helps nurses stay informed about the latest advances, improving their clinical decision-making, problem-solving abilities, and overall confidence. Nurses who demonstrate a commitment to professional growth may be considered for promotions or leadership roles, benefiting both their careers and the healthcare system.
Impact on Patient Care: When implemented effectively, CPD directly benefits patients. It enhances the quality of care by keeping nurses updated on best practices, improving patient safety, and fostering better communication among healthcare teams. CPD helps nurses adapt to the rapidly changing healthcare landscape, which is essential for providing high-quality, evidence-based care.
Conclusion: The successful implementation of CPD in nursing has the potential to improve both patient outcomes and the professional development of nurses. However, to avoid it becoming a mere tick-box exercise, it is critical that CPD activities are meaningful, relevant, and aligned with clinical needs. Both employers and employees must work together to ensure that CPD remains a tool for professional growth and a positive impact on patient care.
References:
- Nursing Act 22 of 2005
- South African Nursing Council: Continuous Professional Development
- OpenAI. (2025, March 24). ChatGPT: Pros and Cons of Continuous Professional Development in Healthcare
- OpenAI. (2025, March 24). ChatGPT: CPD’s as a prerequisite for licencing to practice